Fitting square pegs into round holes: mapping the domain of contingent work arrangements onto the psychological contract

Parks, Judi McLean; Kidder, Deborah L.; Gallagher, Daniel G.

doi:10.1002/(sici)1099-1379(1998)19:1+<697::aid-job974>3.0.co;2-i

Cited by 363 publications

(313 citation statements)

References 75 publications

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“…In the case of contingent employment, one might suppose that the expectations of these employees, comparing to direct-hire permanent employees, are initially different. Psychological contracts of contingent workers tend to have more transactional entitlements, involving a specific, short-term period relationship and focusing upon monetary exchange (McLean Parks, Kidder & Gallagher, 1998;De Cuyper & De Witte, 2007). Accordingly, job insecurity may not breach these specific psychological contracts (De Cuyper & De Witte, 2007), since these do not guarantee job security as a basic promise (De Cuyper & De Witte, 2006;Sverke, Gallagher, & Hellgren, 2000).…”

Section: Job Insecuritysupporting

confidence: 70%

“…One might ascertain that contingent workers establish a contract with their agency, so they develop the idea that this organization has a set of obligations towards them and they are constantly assessing if it is fulfilling them or not. Simultaneously, since these workers stay for a certain period of time at the premises of a client organization they also develop the idea that it also has obligations towards them, which can or cannot be fulfilled (McLean Parks, Kidder & Gallagher, 1998;Druker & Stanworth, 2004;Claes, 2005).…”

Section: Discussionmentioning

confidence: 99%

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Contingencies of Contingent Employment: Psychological Contract, Job Insecurity and Employability of Contracted Workers

Chambel¹,

Fontinha²

2009

Rev. trabajo y las organizaciones

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Abstract. Drawing on psychological contract literature, the present study examines the emerging contingent employment relationships, which involve the contracted workers, the employment agency and the client organization on whose premises these employees work. This sample includes eighty-eight white-collar employees working for four Portuguese agencies. The results suggest that the perceived fulfilment of client's obligations relates positively to the perceived fulfilment of agency's obligations and that these constructs are independent of one another. Furthermore, as expected, we have found that the perception of job insecurity relates negatively to the fulfilment of agency's obligations. No relationship was found between employability and the perceived fulfilment of client's obligations. The results have implications for practitioners and future research. Key words: contracted workers, contingent employment, psychological contract job insecurity, employability.Resumen. Basándonos en la literatura del contrato psicológico, el presente estudio examina la emergencia de relaciones de empleo contingentes, que implican a los trabajadores contratados, la agencia de empleo y la organización cliente en cuyas instalaciones trabajan los empleados. Esta muestra incluye 88 empleados de oficina, que trabajan para cuatro agencias portuguesas. Los resultados sugieren que el cumplimiento percibido de las obligaciones del cliente se relaciona positivamente con el cumplimiento percibido de las obligaciones de la agencia y que estos constructos son independientes uno de otro. Además, como se esperaba, hemos encontrado que la percepción de inseguridad en el trabajo se relaciona negativamente con el cumplimiento de las obligaciones de la agencia. No se encontraron relaciones entre la empleabilidad y el cumplimiento percibido de obligaciones del cliente. Los resultados tienen implicaciones para la práctica y la investigación futura. Palabras clave: trabajadores contratados, empleo contingente, contrato psicológico, inseguridad laboral, empleabilidad.

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Section: Job Insecuritysupporting

confidence: 70%

Section: Discussionmentioning

confidence: 99%

Contingencies of Contingent Employment: Psychological Contract, Job Insecurity and Employability of Contracted Workers

Chambel¹,

Fontinha²

2009

Rev. trabajo y las organizaciones

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“…Psychological contract theory is the idiosyncratic set of reciprocal expectations held by employees concerning their obligations and their entitlements (McLean Parks, Kidder & Gallagher, 1998). For example, the employee will work for an employer with the expectation that they will receive something in return.…”

Section: Psychological Contract Theorymentioning

confidence: 99%

Understanding Reasons for Employee Unethical Conduct in Thai Organizations: A Qualitative Inquiry

Ermongkonchai

2010

CMR

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Of the recent trends in corporate governance, the ethical conduct of managers is one of the most challenging tasks facing business enterprises. This research identifies major themes in order to understand reasons for employee misconduct. From eight large size business enterprises, in-depth interviews were conducted among human resource managers who investigated severe unethical conducts in companies which results in employee termination. The findings indicate that the main reason of employee misconduct was identified with personal or financial gain. The main themes of misconduct are identified as social norms, process loopholes, small scale dishonesty and pressure for performance. The qualitative research findings identify emerging patterns of reasons for employee misconduct consistent with agency theory and psychological contract theory.

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“…Temporary employees are believed to have explicitly defined transactional contracts rather than relational psychological contracts with their organizations (Connelly & Gallagher, 2004;Guest, 2004a;Guest, 2004b;CoyleShapiro & Kessler, 2000;McDonald & Makin, 2000;Rousseau, 1995;Rousseau & Wade-Benzoni, 1995). Organizational researchers have also suggested that temporary employees' psychological contracts have short and finite time frames, are narrower in scope, and are less dynamic than relationship contracts (Chambel & Alcover, 2011;Connelly & Gallagher, 2004;Coyle-Shapiro & Kessler, 2000;McDonald & Makin, 2000;McLean Parks et al, 1998). Chambel and Castanheira (2006) found that temporary employees hired directly by the organization develop similar psychological contracts as permanent employees, and these temporary employees build up relational psychological contracts with the organization.…”

Section: Psychological Contract Breach Of Contract and Temporary Emmentioning

confidence: 99%

Psychological Contract Breach: Consequences of Unkept Promises of Permanent Employment

Ahmed

D’Netto

Chelliah

et al. 2016

CMR

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Adopting a psychological contract perspective, this study examines attitudinal and behavioral reactions of temporary employees to repeated broken promises of permanent employment by their employers. Data were collected through self-report and co-worker rating surveys from 140 bank employees in Bangladesh. To identify psychological contract breaches and employees' reactions, the data were analyzed using correlations and regressions. Past research has focused mainly on the organizational benefits of using temporary employees. In contrast, the results of our empirical study indicate that the continuous extension of involuntary temporary status resulted in lower self-reported and co-worker-rated organizational citizenship behaviors, higher self-reported and co-worker ratings of job neglect, and increased turnover intentions. The implications of a psychological contract breach in terms of managing a temporary workforce are also discussed. The findings present new knowledge of the attitudinal and behavioral consequences arising from employers' failure to honor their promise of permanent employment to long-term temporary Contemporary Management Research 184 employees. This research will be of particular interest to employers, employee advocates, human resource management practitioners, and academics in the field of management. However, the results cannot be generalized to all industry sectors or all types of temporary employees as the study covered temporary employees in the banking sector only.

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Fitting square pegs into round holes: mapping the domain of contingent work arrangements onto the psychological contract

Cited by 363 publications

References 75 publications

Contingencies of Contingent Employment: Psychological Contract, Job Insecurity and Employability of Contracted Workers

Contingencies of Contingent Employment: Psychological Contract, Job Insecurity and Employability of Contracted Workers

Understanding Reasons for Employee Unethical Conduct in Thai Organizations: A Qualitative Inquiry

Psychological Contract Breach: Consequences of Unkept Promises of Permanent Employment

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